Category Listing

Performance Management

  • How to Know If You Are a Micromanager

    Micromanagement is excessive oversight of an employee’s work. When a manager hovers, it causes the employee to feel mistrusted to competently do the work assigned. It can tear down motivation since having autonomy is highly valued by most employees. Below are listed the telltale signs of micromanagement. Identify those that you frequently display to determine if you are slipping into this potentially destructive behavior pattern.

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  • Three Performance Management Blind Spots Leaders Should Avoid

    Managing staff member performance is challenging at best. Individuals come to work with a variety of skills, attitudes, and experiences that require leaders to be adept at adapting to varying needs by using customized approaches. One size does not fit all. Because performance management is complex and time consuming, it is easy for leaders to be blindsided by engaging in practices that won’t work or may even make things worse. Watch out for these attitudes and behaviors that most likely will back fire.

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  • 4 Behaviors Leaders Often Reward, but Shouldn’t

    Are you mindful of what you are reinforcing when you reward staff behavior? Are you sure it is really what you want to reinforce? Remember this important principle: People tend to do more of the behaviors for which they are rewarded. Don’t find yourself inadvertently incenting your staff to utilize the following problematic behaviors.

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  • How to Effectively Delegate to Get the Outcomes You Really Want

    To do it right, delegating should be done intentionally and thoughtfully. Randomly handing out assignments does not make for good results or happy staff members! Good delegation is at the heart of empowerment and requires giving away, not only work assignments, but also authority to make decisions. Poor delegation practice is at the core of micromanagement. Use these guidelines to develop an approach that produces great outcomes while motivating and developing staff skills.

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  • Succession Planning: Do’s and Don’ts

    What happens if you or other key players in your organization leave? Better job offers, retirements, extended illness, or unanticipated death can cause undue chaos if succession plans are not in place. Yet, many organizations fail to create them, at great expense to their business outcomes and the staff who struggle to fill the gaps. Consider, when developing succession plans, not only leadership positions, but also other roles that are integral to the organization’s success. Use the following guidelines to make sure you have the talent in place to keep your organization vital, whatever the future may bring.

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  • 3 Ways to Capture Coaching Opportunities to Boost Staff Performance

    Most leaders say that coaching is an important part of their role in developing staff. Few, however, find the time to do it well. Yet, employees of all ages and performance levels say they want more coaching from leaders they respect. Through feedback and advice giving they hope to learn how to become better at their work and advance their careers. Leaders often think of coaching in a limited way – as a joint problem solving session held with individuals to discuss their concerns or performance issues. Expand your coaching repertoire by using the following methods most certain to give your staff a developmental boost.

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  • 5 Overlooked Ways to Motivate Your Staff

    Motivation is a complex topic. Because each employee has differing needs and drives, one size doesn’t fit all. Yet, everyone has a handful of basic desires: to make a contribution, to feel part of something meaningful, and to be acknowledged. Sometimes leaders forget to utilize those fundamental principles to create a motivating work environment. Here are some things you can do to energize your workforce.

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  • How to Give Constructive Criticism with 5 Essential Steps

    Sometimes leaders have to be critical in an attempt to improve a situation created by staff, colleagues, or upper level leaders. How the message is delivered can make the difference between a productive conversation and a damaged relationship. Use this template to guide your thinking as you craft what you want to say when constructive criticism is necessary.

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  • 3 Outmoded Leadership Practices You Should Reconsider Now

    It’s easy to cling to old, comfortable ways of leading that no longer make sense, once you pause to reflect. Ongoing research and current best practices teach us that it is time to discard the old and bring in the new. Consider these out-of-date practices and update your approach.

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  • 5 Things Guaranteed to Destroy Teamwork

    Every organization emphasizes the need for teamwork. But few really achieve a high performing team environment. Setting the stage for collaboration requires that leaders play close attention to several common traps that, when present in the work environment, make true teamwork nearly impossible to achieve.

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408 Parkers Lake Road #211
Wayzata, Minnesota 55391
Office: 612.867.8291
louellen@louellenessex.com